Age Climate in Organizations - Jacobs University

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I. GENERAL INTRODUCTION 20 search for organization level antecedents begin. These were expected to be found in different approaches to the aging workforce in different companies. Therefore paper three, relying mainly on interviews with managers of three production companies, tried to identify potential differences in the three main areas, relevant for adult development in the workplace (Staudinger, 2006), namely personnel management, knowledge management, and health management. Potential differences in recruitment and retirement strategies were assumed to coincide with differences in the age climate ratings. The same was the case for older worker participation in further education and finally in the way the work environment was structured in order to preserve and enhance older workers’ health. In the following, I will develop the construct of age climate as a measure of how positive older employees are seen within a given company. In addition, I will present an instrument intended to reliably assess individual (psychological) age climate perceptions as well as a company’s OAC. Finally, I will investigate first evidence on possible correlates both on the individual and on the organizational level.
II. PSYCHOLOGICAL AGE CLIMATE AND ORGANIZATIONAL COMMITMENT 21 II. AGE STEREOTYPES IN ORGANIZATIONS AND OLDER WORKERS’ ORGANIZATIONAL COMMITMENT This study aims at analyzing the relation between older employees’ perceptions of the age stereotypes in their organization and their organizational commitment. Building on the age stereotype and psychological climate literatures, we introduce the concept of psychological age climate (PAC), as describing an individual employee’s perception of the organization’s view on older workers. We demonstrate the usefulness and robust psychometric properties of the Psychological Age Climate Scale (PACS). With a sample of 302 older employees (age 40+) from 8 companies, the PACS showed a high reliability and clear single factor structure. Using the fixed effects approach to clustering, we examined the relationship between individual-level (psychological) age climate and organizational commitment. As hypothesized, PAC showed significant associations with older employees’ organizational commitment, which held even after controlling for age, tenure, and positive affect. Implications of these findings for future research and aging-workforce management are discussed. 1. Introduction The aging of society in modern industrialized nations - especially the cumulative effects of the retirement of the baby boomers and decades of declining birth rates - will have a large impact on labor markets. These demographic changes have brought about an intensified focus on the aging of the workforce (e.g., Goldberg, 2000; Hedge et al., 2006; Mitchell, 1993; Rix, 1990; Snel & Cremer, 1994; Vaupel & Loichinger, 2006). Already today there are complaints about a lack of highly qualified workers in many occupations (Cohen & Zaidi, 2002; Dychtwald et al., 2006). In the future, companies will have no choice but to retain their
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V. TRANSITION BETWEEN STUDY 2 AND 3
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VI. ORGANIZATIONAL AGE CLIMATE AND
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VII. GENERAL DISCUSSION 105 relevan
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VII. GENERAL DISCUSSION 107 employa
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VII. GENERAL DISCUSSION 109 discrim
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VII. GENERAL DISCUSSION 111 Third,
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VII. GENERAL DISCUSSION 113 own cap
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VII. GENERAL DISCUSSION 115 which s
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VII. GENERAL DISCUSSION 117 work ar
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VII. GENERAL DISCUSSION 119 fulfill
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VII. GENERAL DISCUSSION 121 compani
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REFERENCES 123 REFERENCES Abraham,
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REFERENCES 125 Baltes, P. B. & Balt
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REFERENCES 127 Broadbridge, A. (200
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REFERENCES 129 Contrada, R. J., Ash
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REFERENCES 131 European-Council. (2
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REFERENCES 133 Foster, S. W., McMur
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REFERENCES 135 Herbst, P. G. (1974)
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REFERENCES 137 Jöreskog, K.G. & S
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REFERENCES 139 Kubeck, J. E., Delp,
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REFERENCES 141 Major, B., & OBrien,
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REFERENCES 143 between two differen
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REFERENCES 145 O'Brien, L. T., & Hu
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REFERENCES 147 Price, J. L., & Muel
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REFERENCES 149 Schaie, K. W. (1996)
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REFERENCES 151 Slotterback, C. S. &
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REFERENCES 153 Tubre, T. C. & Colli
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REFERENCES 155 Nelson (Ed.), Ageism
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DECLARATION I have written this PhD
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